What’s New In 2015? HireRight’s Background Screening Predictions For The New Calendar Year

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Making predictions about interesting changes and trends for the new calendar year is one of the most fun year-end activities.

At HireRight, we like to think that we have a fairly keen sense for the trends that are happening in recruiting generally, and background screening in particular.

After all, we have a customer base of tens of thousands of organizations and, and throughout the year, we speak to thousands more looking to use our services.

We recently reviewed the most common background screening predictions in 2014, so now, it’s time to look forward to what we think will happen in 2015.

On-going emphasis on social recruiting:

Not all trends are new, and we believe that the on-going emphasis to use social networks to source candidates will continue. In particular, LinkedIn will likely remain the primary network of choice for recruiters, though Twitter, Facebook and other social networking outlets are being used to source candidates as well.

Continued adoption of Ban the Box legislation:

2014 was a breakout year for adoption of ‘Ban the Box’ legislation in states and municipalities around the United States. We expect that this trend will continue unabated. Employers must therefore understand the legal implications as these regulations apply to their background screening programs.

FCRA-related lawsuits:

The trend of class action law suits against employers by applicants alleging violations of the Fair Credit Reporting Act (FCRA) will likely continue. Employers should consult with their legal counsel to ensure compliance with the FCRA and all applicable state and local laws and regulations.

Employer emphasis on electronic I-9 solutions:

Immigration reform in the United States is an ongoing issue, though it is expected that the federal government will continue to focus on worksite immigration enforcement. The number of employer audits by Immigration and Customs Enforcement (ICE) has increased by a staggering 1249% in 6 years and there is no sign of a slowdown in the near future. As a consequence, more employers will likely leverage electronic I-9 solutions to facilitate compliance.

Fast and accurate background screens are no longer good enough:

Background check companies like to pride themselves on fast and accurate service. Employers, meanwhile, have moved on to a more holistic picture of background screening. Many of them recognize that the true value of an effective background screening program is delivered by background screening vendors who help HR managers facilitate their mission.

Thus, we will likely see employers demanding enhanced integration points between background screening solutions and various other HR technologies. This is particularly true as we expect to see the further adoption of applicant tracking systems amongst smaller hiring organizations.

An employee’s market:

The US economy has been growing steadily and 2015 will likely see further improvements as the US moves past the Great Recession. Many recruiters will attest that this is quickly becoming a bull market for employees. Coupled with a skills gap, we expect to see increased competition for labor, and consequently, higher demand for background screening services.

Candidate experience matters:

In light of this fiercely competitive labor market, candidate experience is a topic du jour in recruiting. Employers who view the comprehensive candidate lifecycle may realize that background screening is a key component. We expect that they will demand better and more user-friendly solutions from their background screening vendors, including more candidate-friendly mobile technologies.

Greater screening requirements for the banking sector:

Newly proposed regulations by the Bank of England will require an enhanced screening regime for both new and existing employees in the financial services industry. While this regulation is mostly geared at the UK, the global nature of banking implies that most multi-national banks will be directly or indirectly impacted. If you are a human resources manager affiliated with the banking sector, now may be a good time to consult your legal counsel on the effects of these regulations and discuss screening options with your background screening vendor.

Screening moves to the Sharing Economy:

Digital marketplaces (such as ride-sharing services or vacation rental homes) have become prolific in recent years. Thus far, participating in background screening has been largely optional and varies from marketplace to marketplace. As these markets continue to evolve, however, we expect that consumers and regulators alike will demand greater security and trust. We believe that 2015 will be the year where screening becomes common in the Sharing Economy.

Greater international adoption of screening services:

Traditionally, the United States has been at the forefront of background screening. However, be it due to changing legislation (as in the UK), globalization, or simply greater awareness, we expect that more organizations around the globe will look to background screening services to help mitigate their risk and identify the best talent. We believe that employers will demand background screening solutions with a more global footprint.

What do you think of our predictions? Have we missed any trends? Let us know in the comments.

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Abdul Rastagar

I lead the Product Marketing team at HireRight. I am a customer advocate, digital and future enthusiast, technologist, and all around curious guy.

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The HireRight Blog is provided for informational purposes only. It is not intended to be comprehensive, and is not a substitute for and should not be construed as legal advice. HireRight does not warrant any statements in the HireRight Blog. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization’s compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.